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Professor Tom Redman, BSc, MSc, PhD, DMS, PGCE, FCIPD

Contact Professor Tom Redman (email at tom.redman@durham.ac.uk)

Biography

Before joining Durham University Business School, Tom was Professor of Human Resource Management at the University of Sheffield. Prior to this he was Professor of HRM at the University of Teesside. Tom spent 10 years in industry in quality, production and HR management positions (mainly with Royal Worcester Porcelain) prior to re-entering academic life.

Research Groups

Business School

• Business and Management
• Leadership and Followership

Research Interests

• Age discrimination
• HRM
• Industrial relations
• Organisational commitment
• Union commitment and participation

Selected Publications

Books: edited

• Redman, T. & Wilkinson, A. (2009). Contemporary Human Resource Management: Text and Cases. Pearson Education.
• Wilkinson, A., Bacon, N., Redman, T. & Snell, S. (2009). The Sage Handbook of Human Resource Management. London: Sage.

Journal papers: academic

• Gould-Williams, J.S, Bottomley, P., Redman, T., Snape,E., Bishop,D. & Limpanitgu,T (2014). Civic Duty and Employee Outcomes: Do High Commitment HR Practices and Work Overload Matter? Forthcoming in Public Administration
• Renwick, D., Redman, T. & Maguire, S. (2013). Green Human Resource Management: A Review and Research Agenda. International Journal of Management Reviews 15(1): 1-14.
• Snape, E. & Redman, T. (2012). Industrial Relations Climate and Union Commitment: An Evaluation of Workplace-Level Effects. Industrial Relations 51(1): 11-28.
• Redman, T., Dietz, G., Snape, E. & van der Borg, W. (2011). Multiple constituencies of trust: a study of the Oman military. International Journal of Human Resource Management 22(11): 2384-2402.
• Chan, A, Snape, E & Redman, T (2011). Multiple Foci and Bases of Commitment in a Chinese Workforce. International Journal of Human Resource Management 22(16).
• Redman, T, Hamilton, P, Malloch, H & Kleymann, B (2011). Working here makes me sick! The consequences of sick building syndrome. Human Resource Management Journal 21(1): 14-27.
• Snape, E. & Redman, T. (2010). HRM Practices, Organizational Citizenship Behaviour and Performance: A Multi-level Analysis. Journal of Management Studies 47(7): 1219-1247.
• Redman, T, Snape, E & Ashurst, C (2009). Location, location, location: Does place of work really matter?. British Journal of Management 20(S1): 171-181.
• Kleymann, B, Malloch, H, Redman, T & Angot, J (2008). The dynamics of a variably coupled social system: The case of les compagnons du devoir. Journal of Management Inquiry 17(4): 381-396.
• Snape, E, Wing-hung Lo, C & Redman, T (2008). The Three-Component Model of Occupational Commitment: A Comparative Study of Chinese and British Accountants. Journal of Cross Cultural Psychology 39(6): 765-781.
• Redman, T., Snape, E, Hamilton, P. & Wass, J. (2007). Evaluating the Human Resource Shared Services Model: Evidence from the NHS. International Journal of Human Resource Management 18(8): 1485-1505.
• Malloch, H, Kleymann, B, Angot, J & Redman, T (2007). Les Compagnons du Devoir: A French Compangonnage as HRD system. Personnel Review 36(4): 603-622.
• Snape, E. & Redman, T. (2007). The nature and consequences of organization-employee and union-member exchange: An empirical analysis. Journal of Labor Research 28(2): 359-374.
• Chan, A., Tong-quing, F., Redman, T. & Snape, E. (2006). Evaluating the multi-dimensional view of employee commitment: A comparative UK-Chinese study. International Journal of Human Resource Management 18(11): 1873-1888.
• Redman T & Snape E (2006). Industrial relations climate and staff attitudes in the fire service: A case of union renewal?. Employee Relations 28(1): 26 - 45.
• Snape E, Chan A & Redman T (2006). Multiple Commitments in the Chinese Context: Testing Compatibility, Cultural and Moderating Hypotheses. Journal of Vocational Behavior 70(2): 302-314.
• Redman, T. & Snape, E. (2006). The consequences of perceived age discrimination amongst older police officers: Is social support a buffer?. British Journal of Management 17(2): 167-175.
• Chan, A., Tong-quing, F., Redman, T. & Snape, E. (2006). Union commitment and participation in the Chinese context. Industrial Relations 45(3): 485-490.
• Malloch, H. & Redman, T. (2005). A French model of craft training: it’s strategic relevance and recruitment issues for a UK firm. International Journal of Human Resource Management 15(6): 1303-1323.
• Redman, T. & Snape, E. (2005). Exchange ideology and the member-union relationships: an evaluation of moderation effects. Journal of Applied Psychology 90(4): 765-773.
• Redman, T. & Snape, E. (2005). Unpacking commitment: multiple loyalties and employee behaviour. Journal of Management Studies 42(2): 301-328.
• Snape, E. & Redman, T. (2004). Exchange or covenant? The nature of the member-union relationship. Industrial Relations 43(4): 855-873.
• Redman, T. & Snape, E. (2004). Kindling activism? Union commitment and participation in the UK fire service. Human Relations 57(7): 845-869.
• Chan, A., Snape, E. & Redman, T. (2004). Union Commitment and Participation Amongst Hong Kong Firefighters: A Development of an Integrative Model. International Journal of Human Resource Management (3): 533-548.
• Snape, E. & Redman, T. (2003). An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists. Journal of Applied Psychology 88(1): 152-159.
• Hamilton P & Redman T (2003). The Rhetoric of Modernization and the Labour Government’s Pay Agenda. Public Money & Management 23(4): 223-228.
• Snape, E. & Redman, T. (2003). Too young or too old? The impact of perceived age discrimination on employee commitment and intent to retire. Human Resource Management Journal 14(1): 78-89.
• Redman, T. & Snape, E. (2002). Ageism in teaching: stereotypical beliefs and discriminatory attitudes towards the over fifties. Work Employment and Society 16(2): 355-371.
• Redman T & Mathews (2002). Managing Services: Should we be having fun?. Service Industries Journal 22(3): 51-62.
• Chui, W., Snape, E., Chan, A. & Redman, T. (2001). Age stereotypes and discriminatory attitudes towards older workers: an East-West comparison. Human Relations 54(5): 629-661.
• Mathews B & Redman T (2001). Recruiting the Wrong Salespeople: Are the Job Ads to Blame. Industrial Marketing Management 30.(7): 541-550.

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